Challenges and Recommendations for Cross Cultural Working By [Name of student] [Presented to] [Name of institution] [Date] PART ONE: LITERATURE REVIEW 1.1: Introduction The literature review of a research forms a very theoretical base for the research work…
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Being the Management Consultant for the telecommunications company which is planning to take its business to the international level and market; it becomes very important to make a thorough study about the available literatures on the different challenges that a company faces on a foreign soil and make recommendations accordingly. During the initial study, the team has found a number of possible challenges that could pose a threat to the smooth internationalisation of the company. Among the several challenges “culture shock and poor adjustment” seems to have the greater potential for disturbing the smooth internationalisation of the company. The first part or Part One of this research paper discusses the different available literatures and their observations. 1.2: Definition of “Culture” According to Adler (2008) culture can be defined as an integrated system of behavior among the human beings which takes into consideration the thoughts, beliefs, languages, communications, customs and values, mannerisms of ethnic, religious, racial or social groups of people and the ability of those very people in conveying the same attitude their succeeding generations. Thus, a lot of elements joins together to form a specific culture for a group of people. From the very elements, it could be understood that culture is not a day’s process or a matter of a few months but instead culmination of habits and attitudes over a prolonged period of time and as result of multiple behavioral elements or factors (Bartlett and Ghoshal, 1998). 1.3: Relation between Culture and Working Attitude According to the study and observations made by Berry, et al (2002) a human being is highly influenced by the culture to which he or she has been raised up in. As observed by Browaeys and Price (2008), culture is a system of behavior consisting of varied elements that shapes up their life and other activities associated with their lives. The culture of an individual affects the psychology, that is, the thought process. The psychology in turn decides the behavior, attitude and goal of an individual’s life, the likes and dislikes, and even most importantly, their working attitude. The findings of Buchanan and Huczynski (2004) in their study indicate this very fact. An individual is highly influenced by the culture to which he or she belongs. It is so because it impacts an individual from a very tender age, during the very basic years of an individual when one’s beliefs, emotions, outlook and attitude is at the nascent stage. Culture moulds the attitude of an individual at every stage, when an individual forms their attitudes towards their family, education and institutional life, their personal circles, and their attitude towards work. Culture has a greater role to play in shaping the attitude towards work of an individual. Burnes (2000) observe that different cultural factors have been influencing the communication skills and practices of the individuals in the workplace and working atmosphere for a long time. The perception of work and work pressure is also dependent on an individual’s attitude towards work. For instance, one who has been surrounded by a strong working culture will be highly motivated to work hard, turn the most impossible task into reality, the individual will not give up in any case. On the other hand an individual who has been experiencing a lethargic working culture w
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Basically, culture is defined as the beliefs, norms and values that a community or a nation acknowledges (Moran, Harris & Moran, 2010). It can be noted that there are different cultures in each given country and culture is regarded as a powerful tool to assist a business enterprise to strike a fine balance between the needs of the locals and its operations as well as to devise methods to popularize its products.
Different people have different cultural norms and believe (Camerer, 2003). The introduction and embracement of globalization and internationalization has resulted to different people from different cultures to migrate and change their countries of origin because of economical, political and social factors.
When sociologists talk about the customary beliefs, social norms, pattern of human knowledge and material traits of religious, racial, or social group they are infinitely referring to culture. Chinese cultural shakings indicate some substantial differences in corporate and managerial behavior between the other Chinese territories namely Taiwan and Hong Kong and mainland China (Branine 2011,p.225).
The study leads to the conclusion that Chinese students have many aspirations related to career futures before getting enrolled in abroad studies. Based on the experiences gathered from the students it has been observed that higher education is an essential parameter in the future perspectives of students.
Where it concerns employees, it has to be a priority; given their work output is at stake. Effective management of human resources is an ultimate prerequisite for organizational efficacy.
To a young graduate, this exercise is critical since it translates classwork to real
It is upon the management then to ensure that all the decisions made within the organization consider the diversity of the workforce and the entire business family. All decisions and the general management process should not at any
This post clearly brings out the importance of diversity at the workplace in terms of knowledge and skills provided by the different groups of people at the workplace. The post also reflects a clear analysis of the
mation 13 2.1.4 Learning Activities 13 2.2 Usefulness of Training for Expatriates 13 2.2.1 Cultural Awareness 14 2.2.2 Resolution of Ethical Dilemmas 14 2.2.3 Communication and Negotiation 14 2.2.4 Conflict Resolution 15 2.3 Requirements for Working in Multi-Cultural Teams and Developing Intercultural 15 Relationships 15 2.3.1 International Knowledge 15 2.3.2 A drive of Communicating 16 2.3.3 Sociability 16 2.3.4 Cultural Flexibility 16 2.3.5 Cosmopolitan Orientation 17 2.3.6 Collaborative Style of Negotiating 17 2.4 Learning Outcomes of the Tutorials and Discussion in Class 17 2.5 Ways to Increase Multi-Cultural Awareness and Decrease Impact of Stereotyping 19 References 20 1.0 Part 1 1.1 Ex
Diversity at the workplace is one of the consequences of globalization, which provided people with a lot of opportunities to travel and visit other countries. The restrictions, which prevented people from doing that in the past, were removed and now you can hardly find a company that has the representative of only one nation in its staff.
Nevertheless, even in instances where the organisations have developed initiatives to cultivate cultural awareness, productive application of employees and diversity management, it is often discerned that essential information remains absent among personnel concerning the precise description of diversity; alongside fundamental differences of particular cultural and ethnic groups and most vital for management executives, a paradigm and context for identifying the function of individual self-identity in human development, behaviour, and apparently in the workplace.
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